April to March. Where a Grievance is not resolved under the Grievance Procedure, either party may, within twenty (20) working days of the last disposition of the matter, refer the Grievance to the process. The referring party will notify the other party in writing that it is proceeding to and provide a list of three (3) proposed Within seven (7) working days of the receipt of the above notice, the responding party will reply, either accepting one of the proposed or proposing three (3) alternate Where the parties are unable to agree to a within fifteen (I5) days, or such other time as may be mutually agreed, either party may apply to the Minister of Labour to appoint an Arbitrator. The Arbitrator will convene a meeting and attempt to mediate a settlement to the dispute. Where a settlement is not achieved the Arbitrator will render a decision which shall be final and binding upon the parties and all affected Employees. Union and the Association will share and process equally. The term "working days" for the purpose of this Agreement means Monday through Friday, exclusive of designated holidays. An Employee may, at any time during withdraw her Grievance. UNION REPRESENTATION ' And Elgin Association for Community Living April to March The Association will recognize one Union President and four (4) Stewards as representatives of the Union. The Union will notify the Association of the names of the Stewards and the effective date of their selection. The Association is not required to recognize any representatives until it has been so notified. The Union recognizes and agrees that Stewards have duties and responsibilities to perform in connection with their employment. One of the duties and functions of the Xxxxxxx is to assist in carrying out the terms and provisions of the Agreement. The Xxxxxxx has the privilege of leaving her work to attend to Union Business, without loss of basic pay, with the following conditions: The business must be between the Union and Management, or concern a matter arising out of Articles The time will be devoted to the prompt handling of necessary Union The Xxxxxxx concerned will obtain the prior authorization of the Program Manager of her work location before leaving work; such authorization will not be unreasonably withheld, Stewards may enter another work location with prior authorization of the Program Manager of the work location concerned; such authorization will not be unreasonablywithheld, Union Stewards on scheduled duty may attend Grievance...
April to March. Any employee other than a probationary employee who is dismissed will be entitled to file a grievance at Step of the grievance procedure provided they do so within twenty (20) days of the date of dismissal.
April to March. An additional day's traveling time, in each direction, will be granted in order for the employee to attend the funeral if such is to be held in excess of kilometers from the employees home.
April to March. Non Consensus When the Committee cannot reach consensus, the Employer and the Union will each designate a representative to join the Committee to discuss the matter. Where there is only one dissenting vote, the matter will be taken as agreed. The decision of the Larger Committee is final and binding. If the Larger Committee cannot agree, the Union may apply to the Grievance Settlement Board. The Employer reserves the right to raise the preliminary objection of In the interim, the decision of the employer will be implemented. The Employer and the Committee will endeavor to complete the entire process within eight weeks from the date of request.
April to March. Two (2) weeks before the expiration of their current contract each employee will be advised whether their contract will be renewed. A contract employee whose contract is not renewed is not entitled to file a grievance specific to the non renewal. Under Article length of continuous service with the Employer will be used to determine the successful candidate. Should length of service be equal, the rules in Article will be used. Effective October where a contract employee or employees have performed the same work for a period of eighteen (1 8) consecutive months, the Employer will determine whether there is a continuing need for the work to be performed on an ongoing basis. The Employer will establish permanent positions in the appropriate salary grade to perform that work and will fill vacancies in accordance with Article (Recruitment, Selection, Reassignments and Transfers). ACporlillective AgtroeeMmaercnht The Union and the Employer will meet to discuss any extensions. Contracts will not be extended without the agreement of the Union. ARTICLE
April to March. And The Union and the Employer agree that the Relations Committee is recognized as a standing committee of the Association, which is administered in accordance with the policy agreed to by the parties. Union Representativesto the are paid for their time in attendance at meetings of the Such time is not used for the purpose of determining Full Time status. Correspondence between the parties arising out of this Agreement will be in writing and deemed if sent by mail, electronic mail (e-mail) or fax addressed, if to the Union, to the Local President and/or Staff Representative, and if to the Association to the Executive Director. The Association will notify the Local Union President of all job transfers and terminations, Page ARTICLE I O BULLETIN BOARD
April to March. Where no comparable position is available the Employee may exercise bumping rights under Article Leave with Pay Employees eligible for Discretionary Days as of August and who maintain their status as Full Time, Regular Part Time, or Part Time, as defined in Article are entitled up to thirty-two (32) hours Discretionary Leave Credits. Full Time Employees Discretionary Leave Credits are awarded for the current fiscal year, on the basis of hours worked per fiscal year. Regular Part Time, and Part Time Employees Discretionary Leave Credits are calculated on a pro-rated basis of hours worked in the previous year according to the following:
April to March. At the time of posting, the Association may also advertise outside the bargaining unit, however bargaining unit applicants will be considered in priority to external candidates. Temporary Vacancies Employees with greater or equal classification are given priority in consideration for temporary vacancies within the block on the basis of seniority. Subsequent or unfilled temporary vacancies will be allocated to the most senior qualified employee within the block who expresses an interest prior to posting outside the block. Casual Vacancies Casual positions will be filled on the basis of seniority unless specialized qualifications are required. Orientation Period At the request of either the employee or employer, an employee may return to her former or comparable position if, within hours, she is unable to meet the requirements of the position. Should an employee be successfully placed in a vacant position to which another employee has rights under this article; the employee who has been placed in the vacant position will have a waiting period of hours before the new position is considered of a permanent nature. Should the employee or employer exercise their options under this article the employee who was placed in the vacant position will be returned to their former position. Elgin Association for Community Living April to
April to March. Collective Agreement between Gray Line of Victoria and CAW Local Section (Office) An employee who is requested to temporarily perform work of one (1) day or more which is paid at a higher wage shall receive the rate of pay for the work for the hours worked. Each employee who is requested to temporarily perform work which is paid at a lower wage rate shall maintain the wage rate of their An employee who performs work covered by another section of this Agreement shall be paid at the wage rate applicable to the classification worked. Notwithstanding Articles and above, an employee covered by any section of this Agreement who performs work covered by this section shall be paid at the wage rate applicable to the classificationworked.
April to March. The employer will provide a copy of the performance evaluation to the employee upon request.
